How do you share employee referral screening results with candidates?

1 Why sharing results matters

Sharing employee referral screening results with candidates is not only a courtesy, but also a way to maintain a positive employer brand and relationship with your current employees. By giving clear and timely feedback, you show respect for the candidates' time and interest, and you also demonstrate your professionalism and transparency. Additionally, you avoid leaving your employees in the dark about the status of their referrals, which can affect their motivation and engagement.

2 What to share with candidates

The content and tone of your feedback will depend on the outcome of your screening process, but there are some general guidelines to follow. First, always thank the candidates for applying and mention their referral source. Second, be honest and specific about the reasons for your decision, whether it is positive or negative. Third, avoid vague or generic statements that can be interpreted differently or cause confusion. Fourth, provide constructive suggestions or next steps if applicable, such as areas for improvement, interview tips, or alternative opportunities.

3 How to share results with candidates

The method and timing of your feedback will also vary depending on the stage and nature of your screening process, but there are some best practices to consider. First, choose the most appropriate channel for your communication, such as email, phone, or video call. Second, aim to deliver your feedback as soon as possible after the screening, ideally within a week or less. Third, be respectful and empathetic in your tone and language, especially if you are rejecting a candidate. Fourth, invite questions or feedback from the candidates if you want to keep the conversation open or learn from their experience.

5 How to measure and improve your feedback process

Sharing employee referral screening results with candidates is not a one-time activity, but a continuous process that can be measured and improved. Here are some ways to evaluate and enhance your feedback process. First, track and analyze key metrics, such as response time, feedback quality, candidate satisfaction, and referral conversion rate. Second, solicit and act on feedback from both candidates and employees, and identify areas for improvement or innovation. Third, update and standardize your feedback templates and guidelines, and train your recruiters and hiring managers on how to use them effectively. Fourth, recognize and reward your employees for their referrals and feedback, and celebrate your successes.

6 How to leverage your feedback for future referrals

Sharing employee referral screening results with candidates is not only a way to close the loop, but also a way to build and maintain a strong talent pipeline for future hiring. Here are some ways to leverage your feedback for future referrals. First, encourage and remind your candidates to update their profiles and resumes, and to keep in touch with you or your employee. Second, ask your candidates to refer other qualified candidates to your organization, and offer incentives or recognition for successful referrals. Third, showcase your candidates' achievements and testimonials on your website, social media, or newsletter, and highlight your employee referral program. Fourth, nurture and engage your candidates with relevant and personalized content, such as industry news, career tips, or events.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?